Make This Event Your Go-To Resource, Permanently, with a DVD Recording!For a nominal additional fee, you can add this event to your permanent training library by

requesting the DVD recording. Perfect for training new staff, refreshing your mastery of the latest union avoidance challenges, and finding answers to perplexing compliance questions. Your DVD contains every minute of the live Union Avoidance Virtual Summit.

100% GuaranteeIf this is not the most informative and cost-effective seminar that you have attended in the last year, we will refund 100% of your registration fee – no questions asked. PHR/SPHR CREDIT:This program has been approved for 4 recertification credit hours through the HR Certification Institute. For more information about certification and recertification, please visit the HR Certification Institute website at www.hrci.org.

1418

2

EARN CLE CREDIT

The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit

M. Lee SmithPublishers LLC

5201 Virginia Way P.O. Box 5094 Brentwood, TN37024-5094

Offer code: P392

REGISTRaTIon FoRm – FoR aSSISTanCE, Call 800-274-6774.

o YES! We need to make sure our policies and management strategies are ready for the very latest legislative changes, court decisions, regulations, and employee challenges. Please register our organization for Union Avoidance Virtual Summit: Operating Under Washington’s Pro-Labor Agenda risk-free. I understand that there is no limit to the number of colleagues at my organization who can participate and that if we are in any way dissatisfied, we are entitled to a complete refund. I also understand that I can get a DVD recording of this event for future training and reference.

o Registration only ($597) o Registration plus a DVD recording of this event ($897)

o Payment of $ enclosed o Bill us o o o

Card #: Exp. date: Signature:

Name:

Title:

Company:

Address:

City: State: Zip:

Phone: Fax: E-mail:

We make registration easy!Here are FIVE simple ways to register:

By Phone: Call toll-free

800-274-6774.

By Mail:Detach form

and mail.

By Fax:Photocopy form and fax

to 800-785-9212.

By e-mail: custserv@

mleesmith.com

On the Web:Direct your browser to HRhero.com/unionfree

Attorney Francine Esposito, a partner with Day Pitney, has been a labor and employment practitioner for more than twenty years. She regularly represents employers before various administrative agencies, at labor arbitrations, in employment-related litigation, and conducts harassment and other workplace investigations. Ms. Esposito also has extensive experience in designing and conducting training for employers on a wide array of employment-related topics,

including but not limited to, union avoidance, harassment and discrimination awareness, diversity, FMLA, interviewing and hiring, wage and hour compliance, conducting internal investigations, effective documentation and effective employee relations. She also regularly provides advice to employers regarding all aspects of the employment relationship.

Attorney Kevin C. McCormick, chair of the Labor and Employment Section with the law firm of Whiteford, Taylor & Preston, provides advice and counsel to public and private employers on all phases of the employment relationship to ensure compliance with applicable laws, avoid costly litigation, and, when necessary, successfully defend against individual and governmental challenges to policies and procedures. Prior to joining the firm, Mr. McCormick served as

trial attorney with the U.S. Department of Labor. He successfully represented public and private employers against discrimination

and employment-related claims before federal, state and local FEP agencies, and at trial (both jury and non-jury) in state and federal courts and respective courts of appeal.

Attorney Vance D. Miller is a partner with Armstrong Teasdale LLP. Since 1978, he has represented management in all aspects of labor relations and employment matters before state and federal courts and administrative agencies such as the NLRB and EEOC. He has experience handling issues of labor arbitration, union contract negotiations, and NLRB proceedings, including union representation and unfair labor practice matters. He has negotiated closing agreements

with sellers’ unions, adoption agreements for purchasers, and reviewed labor contracts and grievances. Before joining the firm, Mr. Miller served as a field attorney and trial specialist for the NLRB, handling unfair labor practice investigations and trials, and federal court injunction hearings. Mr. Miller is listed in Missouri/Kansas Super Lawyers and The Best Lawyers in America.

AboUT YoUR ViRTUAL ConFEREnCE FACULTY:

About M. Lee Smith Publishers, your Conference SponsorSince 1975, thousands of HR managers at organizations ranging from FORTUNE 100 corporations to small businesses have used our easily understood publications, videos, conferences, and electronic resources to comply with increasingly complicated employment law. Our customers make better, safer employee management decisions.

Get both for $897- an incredible value

This program has been approved for 4 recertification credit hours through the HR Certification Institute. For more information about certification and recertification, please visit the HR Certification Institute website at www.hrci.org.

The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit.

EARN CLE CREDIT

From the comfort of your office or conference room, get answers to questions like:

How could we be violating the National Labor Relations Act •when we’re not unionized?

What’s really going to happen when the Employee Free Choice •Act goes into effect?

How can we train supervisors to spot warning signs of union •organizing, and react appropriately – and legally?

What should we be doing – right now – to render unions •irrelevant to our employees?

How do unions leverage management mistakes in organizing •campaigns?

What can we do to fight unfair labor practice claims?•

What can we do – long term – to keep unions at bay? •

Plus dozens more when you participate in the full-day: •Union Avoidance Virtual Summit: operating Under Washington’s Pro-Labor Agenda

Bernie Marcus, Co-Founder, The Home Depot, on EFCA:“This new bill turns over authority for benefits, wages, hours and work rules to a whole army of federal arbitrators. Worse, it eliminates an employee’s right to a secret ballot so that non-union employees can be intimidated into signing union cards that result in their having to join a union without elections! This is the greatest threat to employee rights and economic growth in 50 years!”

MArcH 25, 201010 A.M.-3:30 P.M. (cT)LIVE OnLInE

Great value: With Internet conferencing, you select as many of your colleagues to attend as you wish and train everyone for one low price, with no travel, lodging, or per diem expense.

Efficient: Your employees only attend appropriate sessions, turning to regular work tasks as needed.

Comprehensive: You’ll learn ALL the latest compliance strategies and union avoidance tactics.

Up to the minute: This program will be up to the minute with the very latest changes initiated by Congress and the NLRB.

Register Today: HRhero.com/unionfree

14182_P392.indd 1 1/26/10 10:12:37 AM

PRoGRAM oVERViEWSESSIOn 1. What to Expect from the New Pro-Labor NLRB & Congress

SESSIOn 2. Your Rights Under Existing and Upcoming Law

SESSIOn 3. Making Unions Irrelevant Through Effective Supervisor-Employee Relations

SESSIOn 4. Your Game Plan for Fighting Organizing Campaigns & the Critical Role of Supervisors

SESSIOn 5. Your Tough Union Organizing Questions Answered

Here’s what makes this event unique:

Great value: Select as many of your colleagues to attend as you wish, and train everyone for one low price, with no travel, lodging or per diem expenses. Highly Effective communication: This event uses the leader in Internet conferencing to create a seamless interface and deliver vital compliance and management advice using technology found in almost every workplace.

Stress-free: No travel or airport nightmares because you never have to leave your building. You’ll feel like you’re off-site at a top-flight learning event, until you realize how easy it is to get things done during breaks.

Efficient: If a particular session doesn’t apply to particular members of your staff, they can easily return to their office or cubicle to execute daily tasks, and just as easily return for appropriate training.

content-rich: Unlike lesser imitators, this Virtual Summit addresses your most challenging, complex, and frustrating union avoidance scenarios, based on our conversations with thousands of HR executives nationwide.

Interactive: No one-way street, you’ll have plenty of opportunities to ask questions, answer surveys, and view results, post comments, and get involved.

DATEMarch 25, 2010

LoCATionAnywhere with Internet connectivity. Reserve a conference room and train multiple HR and Legal Department staff members at once for one low fee.

TiMEEastern time zone: 11 a.m. – 4:30 p.m.Central time zone: 10 a.m. – 3:30 p.m.Mountain time zone: 9 a.m. – 2:30 p.m.Pacific time zone: 8 a.m. – 1:30 p.m.

There will be morning and afternoon breaks and a 1 hour lunch break.

ConFEREnCE FEEThe registration fee for this full-day webinar is $597. If 10 of your colleagues participate, that means you pay just $59 each to train them on these critical issues. Registration plus a DVD recording of the event is $897.

SPonSoRED bYM. Lee Smith Publishers LLc, publisher of state-specific Employment Law Letters, Federal Employment Law Insider, and owner of HRhero.com

AGENDA SESSion 1. 10:00 A.M.-11:00 A.M. (All Times Central)

The new Pro-Labor reform Agenda in Washington: What to Expect from the nLrB & congress

As a result of the current administration and Congress, employers are facing a labor agenda that’s shifted the balance of power toward unions. First, there’s the National Labor Relations Board (NLRB), which, in 2009 sought more money (an additional $20.8 million compared to its 2009 budget) to hire more enforcement staff. Plus, there’s the issue of the board itself, which currently has three vacant seats. President Obama has nominated three pro-labor members to fill those seats, giving the Democrats and the labor movement a board majority. Finally, there’s the Employee Free Choice Act, which (if passed by Congress) could open the floodgates to unionization through its use of injunctions and mandatory arbitration. In this opening session, learn how these and other developments in Washington will impact your union-free policies.

Learning Objectives:

How the Obama Administration’s NLRB •appointments will drive the board’s 2010 agenda & enforcement priorities

How the new board will reverse decisions •made by Bush’s NLRB, such as those related to collective bargaining & union election notification, employee use of company e-mail, and employers rights, during workplace investigations

How to stay union-free once EFCA •becomes law

What to expect from EFCA once it emerges •from Congressional debate

How the NLRB will implement EFCA’s •mandatory arbitration clause

How the new NLRB will carry out EFCA’s •expanded use of injunctions to remedy violations

How the board will implement President •Obama’s pro-union executive orders, including one mandating federal contractors notify employees of their rights to unionize

How the current NLRB’s ability to make •decisions affects your policy decisions and the U.S. Supreme Court’s role in settling the issue

bREAK: 11:00 A.M.-11:15 A.M.

SESSion 2. 11:15 A.M.-noon

Know Employers’ rights Under the Law

It’s a common misconception among nonunionized employers that the National Labor Relations Act (NLRA) and the National Labor Relations Board (NLRB) deal with issues involving only unionized employers. That simply isn’t the case. Many rules apply to employees regardless of whether their employer is unionized. So it’s not uncommon for employers without unions to unknowingly violate the NLRA in their day-to-day operations. In this session, learn the most common ways that employers without unions violate the NLRA by prohibiting or restricting employees from engaging in certain activities. Plus, you’ll discover significant points and rights that every nonunionized employer has at its disposal and should be ready to use.

Learning Objectives:

How NLRA Section 7 and Section 8 •safeguard the workers’ rights to self organizeEmployer rights under Section 8(c)•Overview of the collective bargaining •process and its limitationsTips on lawful communication with •employees about union collective bargaining

LUnCH bREAK: noon-1 P.M.

SESSion 3. 1:00 P.M.-1:45 P.M.

Make Unions Irrelevant Through Effective Supervisor-Employee relations

Employees’ acceptance or rejection of union representation is heavily influenced by the relationship they have with their supervisors. So what can your management team do to improve that relationship? In this session, find out how your company can avoid unionization by training your supervisors to become exceptional leaders.

Learning Objectives:

The “jerk manager syndrome” — how it •works, why it leads to unionization and how to avoid it

How to develop supervisors that employees •want to work for — and that will also help keep your workplace union free

Holding supervisors accountable for their •performance and how it plays into your union avoidance strategies

How to train supervisors to engage •employees on workplace issues

How to establish communication and •management policies that instill positive manager-employee relations

Session bonus-• New wrinkle in supervisory-employee relations: How the RESPECT Act will make it easier to unionize by revising the definition of a “supervisor”

bREAK: 1:45 P.M.-2:00 P.M.

SESSion 4. 2:00 P.M.-3:00 P.M.

Game Plan for Fighting Organizing campaigns & the critical role That Supervisors Play

When you’ve confirmed that a union has targeted your workplace, your first reaction might be one of anger or a sense of betrayal. But the way that you respond will be very important, because it could result in unfair labor practice claims and additional expensive legal bills. If EFCA passes, get ready for additional penalties, including one that requires employers to provide triple back pay for unfair labor practices deemed willful or repeated. In this session, find out how to fight a corporate campaign without getting into legal trouble — and how to properly enlist supervisors as key allies in your union-free strategy.

Learning Objectives:

How EFCA will impact monitoring of •improper conduct of both unions and employers during the organizing process

How supervisors should respond if •employees alert them to union activity, including what they can and cannot say

Information you need to be alerted to, before •it’s too late

How to lawfully respond to union •communications in the workplace, including posters and organizing meetings on company property by non-employees

What to do if employees use company •e-mail to organize

How to avoid, dispute, and defeat unfair •labor practice claims

How to respond to supervisor errors in •handling union activity

SESSion 5: 3:00 P.M.-3:30 P.M.

Get Your Tough Union Organizing Questions Answered

EFCA and other unionization issues bring more questions than answers to your union avoidance strategy, such as: How closely will the NLRB monitor card abuses? What’s the process for decertifying a campaign? Will employees have the right to strike during interest arbitration proceedings? This session puts you in control of the content, allowing you to pose your union avoidance questions to our expert panel. No question is too tough. Our faculty is ready to help you tackle all your challenges.

How does Union Avoidance Virtual Summit work?

Union Avoidance Virtual Summit takes all the best elements of the best live seminar you’ve ever attended while avoiding all the negatives by delivering valuable compliance guidance using the Internet. To participate, simply go to the specified website on the day of the event. That’s all there is to attending. Then, relax at your desk or in your conference room, enjoying Summit sessions featuring live video, crystal-clear sound, helpful slides, interactive quizzes, and Q&A opportunities where specific attendee questions will find direct answers from leading employment law authorities.

FRoM THE DESK oF DAn oSWALD Dear HR Professional:

With the new administration so assisted by unions during the election campaign, and a new balance of power in Congress, employers must prepare for unions to exercise unprecedented power when expanding into non-union settings. For example:

The newest members of the National Labor Relations Board will radically shift the balance of power •and even overturn long standing rules governing union organizing.The proposed Employee Free Choice Act, or EFCA, will force you to accept collective bargaining if a •majority of employees submit union authorization cards, eliminating secret balloting. This will open the door to threats and intimidation of employees who decline to sign. The proposed law also demands dramatically increased penalties for employers who try to fight back.The proposed Re-Empowerment of Skilled and Professional Employees and Construction •Tradeworkers (RESPECT) Act would change how you define the position of supervisor at your organization, creating union membership eligibility for many now considered to be on your management team.

But if you want to stay union-free, the situation isn’t hopeless. You just have to know what you can and can’t legally do when it comes to pushing back and maintaining healthy and productive relationships with your employees, selling management’s position on unions, and maintaining control of your organization’s processes, plans, and strategies.

That’s why I urge you to spend just one day with leading management attorneys and a top corporate HR professional learning, asking, sharing, and building your company arsenal of safe, effective, and legal tactics.

When you attend Union Avoidance Virtual Summit: operating Under Washington’s Pro-Labor Agenda, you not only learn action items, you get your questions answered by experts who have successfully advised dozens of employers facing union campaigns. It’s the kind of valuable business intelligence you can bring to top management to gain even greater respect and authority.

Please complete and return the registration form on the back or call 800-274-6774. If you aren’t completely satisfied, I’ll refund your registration fee.

Sincerely,

Make This Event Your Go-To Resource, Permanently, with a DVD Recording!

Dan OswaldPresident & PublisherFederal Employment Law Letter and50 state Employment Law Letters

14182_P392.indd 2 1/26/10 10:12:45 AM

PRoGRAM oVERViEWSESSIOn 1. What to Expect from the New Pro-Labor NLRB & Congress

SESSIOn 2. Your Rights Under Existing and Upcoming Law

SESSIOn 3. Making Unions Irrelevant Through Effective Supervisor-Employee Relations

SESSIOn 4. Your Game Plan for Fighting Organizing Campaigns & the Critical Role of Supervisors

SESSIOn 5. Your Tough Union Organizing Questions Answered

Here’s what makes this event unique:

Great value: Select as many of your colleagues to attend as you wish, and train everyone for one low price, with no travel, lodging or per diem expenses. Highly Effective communication: This event uses the leader in Internet conferencing to create a seamless interface and deliver vital compliance and management advice using technology found in almost every workplace.

Stress-free: No travel or airport nightmares because you never have to leave your building. You’ll feel like you’re off-site at a top-flight learning event, until you realize how easy it is to get things done during breaks.

Efficient: If a particular session doesn’t apply to particular members of your staff, they can easily return to their office or cubicle to execute daily tasks, and just as easily return for appropriate training.

content-rich: Unlike lesser imitators, this Virtual Summit addresses your most challenging, complex, and frustrating union avoidance scenarios, based on our conversations with thousands of HR executives nationwide.

Interactive: No one-way street, you’ll have plenty of opportunities to ask questions, answer surveys, and view results, post comments, and get involved.

DATEMarch 25, 2010

LoCATionAnywhere with Internet connectivity. Reserve a conference room and train multiple HR and Legal Department staff members at once for one low fee.

TiMEEastern time zone: 11 a.m. – 4:30 p.m.Central time zone: 10 a.m. – 3:30 p.m.Mountain time zone: 9 a.m. – 2:30 p.m.Pacific time zone: 8 a.m. – 1:30 p.m.

There will be morning and afternoon breaks and a 1 hour lunch break.

ConFEREnCE FEEThe registration fee for this full-day webinar is $597. If 10 of your colleagues participate, that means you pay just $59 each to train them on these critical issues. Registration plus a DVD recording of the event is $897.

SPonSoRED bYM. Lee Smith Publishers LLc, publisher of state-specific Employment Law Letters, Federal Employment Law Insider, and owner of HRhero.com

AGENDA SESSion 1. 10:00 A.M.-11:00 A.M. (All Times Central)

The new Pro-Labor reform Agenda in Washington: What to Expect from the nLrB & congress

As a result of the current administration and Congress, employers are facing a labor agenda that’s shifted the balance of power toward unions. First, there’s the National Labor Relations Board (NLRB), which, in 2009 sought more money (an additional $20.8 million compared to its 2009 budget) to hire more enforcement staff. Plus, there’s the issue of the board itself, which currently has three vacant seats. President Obama has nominated three pro-labor members to fill those seats, giving the Democrats and the labor movement a board majority. Finally, there’s the Employee Free Choice Act, which (if passed by Congress) could open the floodgates to unionization through its use of injunctions and mandatory arbitration. In this opening session, learn how these and other developments in Washington will impact your union-free policies.

Learning Objectives:

How the Obama Administration’s NLRB •appointments will drive the board’s 2010 agenda & enforcement priorities

How the new board will reverse decisions •made by Bush’s NLRB, such as those related to collective bargaining & union election notification, employee use of company e-mail, and employers rights, during workplace investigations

How to stay union-free once EFCA •becomes law

What to expect from EFCA once it emerges •from Congressional debate

How the NLRB will implement EFCA’s •mandatory arbitration clause

How the new NLRB will carry out EFCA’s •expanded use of injunctions to remedy violations

How the board will implement President •Obama’s pro-union executive orders, including one mandating federal contractors notify employees of their rights to unionize

How the current NLRB’s ability to make •decisions affects your policy decisions and the U.S. Supreme Court’s role in settling the issue

bREAK: 11:00 A.M.-11:15 A.M.

SESSion 2. 11:15 A.M.-noon

Know Employers’ rights Under the Law

It’s a common misconception among nonunionized employers that the National Labor Relations Act (NLRA) and the National Labor Relations Board (NLRB) deal with issues involving only unionized employers. That simply isn’t the case. Many rules apply to employees regardless of whether their employer is unionized. So it’s not uncommon for employers without unions to unknowingly violate the NLRA in their day-to-day operations. In this session, learn the most common ways that employers without unions violate the NLRA by prohibiting or restricting employees from engaging in certain activities. Plus, you’ll discover significant points and rights that every nonunionized employer has at its disposal and should be ready to use.

Learning Objectives:

How NLRA Section 7 and Section 8 •safeguard the workers’ rights to self organizeEmployer rights under Section 8(c)•Overview of the collective bargaining •process and its limitationsTips on lawful communication with •employees about union collective bargaining

LUnCH bREAK: noon-1 P.M.

SESSion 3. 1:00 P.M.-1:45 P.M.

Make Unions Irrelevant Through Effective Supervisor-Employee relations

Employees’ acceptance or rejection of union representation is heavily influenced by the relationship they have with their supervisors. So what can your management team do to improve that relationship? In this session, find out how your company can avoid unionization by training your supervisors to become exceptional leaders.

Learning Objectives:

The “jerk manager syndrome” — how it •works, why it leads to unionization and how to avoid it

How to develop supervisors that employees •want to work for — and that will also help keep your workplace union free

Holding supervisors accountable for their •performance and how it plays into your union avoidance strategies

How to train supervisors to engage •employees on workplace issues

How to establish communication and •management policies that instill positive manager-employee relations

Session bonus-• New wrinkle in supervisory-employee relations: How the RESPECT Act will make it easier to unionize by revising the definition of a “supervisor”

bREAK: 1:45 P.M.-2:00 P.M.

SESSion 4. 2:00 P.M.-3:00 P.M.

Game Plan for Fighting Organizing campaigns & the critical role That Supervisors Play

When you’ve confirmed that a union has targeted your workplace, your first reaction might be one of anger or a sense of betrayal. But the way that you respond will be very important, because it could result in unfair labor practice claims and additional expensive legal bills. If EFCA passes, get ready for additional penalties, including one that requires employers to provide triple back pay for unfair labor practices deemed willful or repeated. In this session, find out how to fight a corporate campaign without getting into legal trouble — and how to properly enlist supervisors as key allies in your union-free strategy.

Learning Objectives:

How EFCA will impact monitoring of •improper conduct of both unions and employers during the organizing process

How supervisors should respond if •employees alert them to union activity, including what they can and cannot say

Information you need to be alerted to, before •it’s too late

How to lawfully respond to union •communications in the workplace, including posters and organizing meetings on company property by non-employees

What to do if employees use company •e-mail to organize

How to avoid, dispute, and defeat unfair •labor practice claims

How to respond to supervisor errors in •handling union activity

SESSion 5: 3:00 P.M.-3:30 P.M.

Get Your Tough Union Organizing Questions Answered

EFCA and other unionization issues bring more questions than answers to your union avoidance strategy, such as: How closely will the NLRB monitor card abuses? What’s the process for decertifying a campaign? Will employees have the right to strike during interest arbitration proceedings? This session puts you in control of the content, allowing you to pose your union avoidance questions to our expert panel. No question is too tough. Our faculty is ready to help you tackle all your challenges.

How does Union Avoidance Virtual Summit work?

Union Avoidance Virtual Summit takes all the best elements of the best live seminar you’ve ever attended while avoiding all the negatives by delivering valuable compliance guidance using the Internet. To participate, simply go to the specified website on the day of the event. That’s all there is to attending. Then, relax at your desk or in your conference room, enjoying Summit sessions featuring live video, crystal-clear sound, helpful slides, interactive quizzes, and Q&A opportunities where specific attendee questions will find direct answers from leading employment law authorities.

FRoM THE DESK oF DAn oSWALD Dear HR Professional:

With the new administration so assisted by unions during the election campaign, and a new balance of power in Congress, employers must prepare for unions to exercise unprecedented power when expanding into non-union settings. For example:

The newest members of the National Labor Relations Board will radically shift the balance of power •and even overturn long standing rules governing union organizing.The proposed Employee Free Choice Act, or EFCA, will force you to accept collective bargaining if a •majority of employees submit union authorization cards, eliminating secret balloting. This will open the door to threats and intimidation of employees who decline to sign. The proposed law also demands dramatically increased penalties for employers who try to fight back.The proposed Re-Empowerment of Skilled and Professional Employees and Construction •Tradeworkers (RESPECT) Act would change how you define the position of supervisor at your organization, creating union membership eligibility for many now considered to be on your management team.

But if you want to stay union-free, the situation isn’t hopeless. You just have to know what you can and can’t legally do when it comes to pushing back and maintaining healthy and productive relationships with your employees, selling management’s position on unions, and maintaining control of your organization’s processes, plans, and strategies.

That’s why I urge you to spend just one day with leading management attorneys and a top corporate HR professional learning, asking, sharing, and building your company arsenal of safe, effective, and legal tactics.

When you attend Union Avoidance Virtual Summit: operating Under Washington’s Pro-Labor Agenda, you not only learn action items, you get your questions answered by experts who have successfully advised dozens of employers facing union campaigns. It’s the kind of valuable business intelligence you can bring to top management to gain even greater respect and authority.

Please complete and return the registration form on the back or call 800-274-6774. If you aren’t completely satisfied, I’ll refund your registration fee.

Sincerely,

Make This Event Your Go-To Resource, Permanently, with a DVD Recording!

Dan OswaldPresident & PublisherFederal Employment Law Letter and50 state Employment Law Letters

14182_P392.indd 2 1/26/10 10:12:45 AM

Make This Event Your Go-To Resource, Permanently, with a DVD Recording!For a nominal additional fee, you can add this event to your permanent training library by

requesting the DVD recording. Perfect for training new staff, refreshing your mastery of the latest union avoidance challenges, and finding answers to perplexing compliance questions. Your DVD contains every minute of the live Union Avoidance Virtual Summit.

100% GuaranteeIf this is not the most informative and cost-effective seminar that you have attended in the last year, we will refund 100% of your registration fee – no questions asked. PHR/SPHR CREDIT:This program has been approved for 4 recertification credit hours through the HR Certification Institute. For more information about certification and recertification, please visit the HR Certification Institute website at www.hrci.org.

1418

2

EARN CLE CREDIT

The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit

M. Lee SmithPublishers LLC

5201 Virginia Way P.O. Box 5094 Brentwood, TN37024-5094

Offer code: PDF

REGISTRaTIon FoRm – FoR aSSISTanCE, Call 800-274-6774.

o YES! We need to make sure our policies and management strategies are ready for the very latest legislative changes, court decisions, regulations, and employee challenges. Please register our organization for Union Avoidance Virtual Summit: Operating Under Washington’s Pro-Labor Agenda risk-free. I understand that there is no limit to the number of colleagues at my organization who can participate and that if we are in any way dissatisfied, we are entitled to a complete refund. I also understand that I can get a DVD recording of this event for future training and reference.

o Registration only ($597) o Registration plus a DVD recording of this event ($897)

o Payment of $ enclosed o Bill us o o o

Card #: Exp. date: Signature:

Name:

Title:

Company:

Address:

City: State: Zip:

Phone: Fax: E-mail:

We make registration easy!Here are FIVE simple ways to register:

By Phone: Call toll-free

800-274-6774.

By Mail:Detach form

and mail.

By Fax:Photocopy form and fax

to 800-785-9212.

By e-mail: custserv@

mleesmith.com

On the Web:Direct your browser to HRhero.com/unionfree

Attorney Francine Esposito, a partner with Day Pitney, has been a labor and employment practitioner for more than twenty years. She regularly represents employers before various administrative agencies, at labor arbitrations, in employment-related litigation, and conducts harassment and other workplace investigations. Ms. Esposito also has extensive experience in designing and conducting training for employers on a wide array of employment-related topics,

including but not limited to, union avoidance, harassment and discrimination awareness, diversity, FMLA, interviewing and hiring, wage and hour compliance, conducting internal investigations, effective documentation and effective employee relations. She also regularly provides advice to employers regarding all aspects of the employment relationship.

Attorney Kevin C. McCormick, chair of the Labor and Employment Section with the law firm of Whiteford, Taylor & Preston, provides advice and counsel to public and private employers on all phases of the employment relationship to ensure compliance with applicable laws, avoid costly litigation, and, when necessary, successfully defend against individual and governmental challenges to policies and procedures. Prior to joining the firm, Mr. McCormick served as

trial attorney with the U.S. Department of Labor. He successfully represented public and private employers against discrimination

and employment-related claims before federal, state and local FEP agencies, and at trial (both jury and non-jury) in state and federal courts and respective courts of appeal.

Attorney Vance D. Miller is a partner with Armstrong Teasdale LLP. Since 1978, he has represented management in all aspects of labor relations and employment matters before state and federal courts and administrative agencies such as the NLRB and EEOC. He has experience handling issues of labor arbitration, union contract negotiations, and NLRB proceedings, including union representation and unfair labor practice matters. He has negotiated closing agreements

with sellers’ unions, adoption agreements for purchasers, and reviewed labor contracts and grievances. Before joining the firm, Mr. Miller served as a field attorney and trial specialist for the NLRB, handling unfair labor practice investigations and trials, and federal court injunction hearings. Mr. Miller is listed in Missouri/Kansas Super Lawyers and The Best Lawyers in America.

AboUT YoUR ViRTUAL ConFEREnCE FACULTY:

About M. Lee Smith Publishers, your Conference SponsorSince 1975, thousands of HR managers at organizations ranging from FORTUNE 100 corporations to small businesses have used our easily understood publications, videos, conferences, and electronic resources to comply with increasingly complicated employment law. Our customers make better, safer employee management decisions.

Get both for $897- an incredible value

This program has been approved for 4 recertification credit hours through the HR Certification Institute. For more information about certification and recertification, please visit the HR Certification Institute website at www.hrci.org.

The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit.

EARN CLE CREDIT

From the comfort of your office or conference room, get answers to questions like:

How could we be violating the National Labor Relations Act •when we’re not unionized?

What’s really going to happen when the Employee Free Choice •Act goes into effect?

How can we train supervisors to spot warning signs of union •organizing, and react appropriately – and legally?

What should we be doing – right now – to render unions •irrelevant to our employees?

How do unions leverage management mistakes in organizing •campaigns?

What can we do to fight unfair labor practice claims?•

What can we do – long term – to keep unions at bay? •

Plus dozens more when you participate in the full-day: •Union Avoidance Virtual Summit: operating Under Washington’s Pro-Labor Agenda

Bernie Marcus, Co-Founder, The Home Depot, on EFCA:“This new bill turns over authority for benefits, wages, hours and work rules to a whole army of federal arbitrators. Worse, it eliminates an employee’s right to a secret ballot so that non-union employees can be intimidated into signing union cards that result in their having to join a union without elections! This is the greatest threat to employee rights and economic growth in 50 years!”

MArcH 25, 201010 A.M.-3:30 P.M. (cT)LIVE OnLInE

Great value: With Internet conferencing, you select as many of your colleagues to attend as you wish and train everyone for one low price, with no travel, lodging, or per diem expense.

Efficient: Your employees only attend appropriate sessions, turning to regular work tasks as needed.

Comprehensive: You’ll learn ALL the latest compliance strategies and union avoidance tactics.

Up to the minute: This program will be up to the minute with the very latest changes initiated by Congress and the NLRB.

Register Today: HRhero.com/unionfree

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